• 한국콘텐츠학회논문지
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• 제8권1호
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• pp.103-115
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• 2008

연구의 목적은 소진 현상과 대처전략에 대한 모형을 국외여행업체의 종사원을 대상으로 기존 연구와의 관련성을 알아보고자 하였다. 이러한 목적을 위하여 소진현상(감정적 고갈, 비인격화, 개인적 성취감 감소)과 직무만족, 이직 의도와의 관련성을 알아보았고, 대처 전략의 각 유형들이 소진 현상과 직무 태도와의 영향 관계에 어떠한 조절 효과를 발휘하는 지를 알아보기 위한 시도를 하였다 조절 변수로 사용된 대처전략의 변수로는 사회적 지원, 자아 존중감, 그리고 여가 활동의 참여를 활용하였다. 다양한 역할을 수행함으로써 여행사 직원들이 겪게 되는 소진 현상과 대처 전략을 알아보기 위해서 실증분석을 위한 자료 수집에서는 국외여행업체에 근무하는 직원을 대상으로 실시하였다. 실증 조사를 통한 연구 결과에서는 소진 현상을 경험하는 종사원들은 직무 불만족을 경험하게 되며, 회사를 옮기고자 하는 경향이 높아지는 것으로 나타났다. 대처 유형(사회적 지원, 자아 존중감, 여가 활동)은 소진현상과 직무만족과의 영향 관계에서 조절변수로서의 역할을 수행하는 것으로 나타났다. 소진 현상을 감소하기 위한 감정의 조절과 여가 활동의 참여 등이 필요하며, 사회적 지원 등의 대처 전략이 필요하다.

• 대한안전경영과학회지
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• 제14권3호
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• pp.245-257
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• 2012

Business environment, competition among firms in recent years, diverse and fragmented by the symbol of the consumer has become very complex and intense. Nevertheless, for the best performance of firms differentiated their company strives to have unique core competencies. In this study, reviewing the internal customer support activities and existing research on market orientation and then how it affects the future strategy for the internal customer support activities. Through the results of this study, first, to appear understanding of the effect of education and training to customers in enterprise-wide, strategic plan through competitor analysis, improved communication between departments, etc need to design to be effective in performance of company in a long term when in planning and training for employees such as job training, service training and training for improving service mind. Second, employment stability and internal communications to the employee's customer orientation showed no significant affect. This is considered for employees due to lack of fear or anxiety, so the employer could focus on his role in the current organization willing to participate actively for goals of the organization. Finally external customer orientation in the employee's customer orientation did not affect the analysis results which is appeared to in companies are constantly communicating with employees through the company's position and the difference between the employee's position is necessary to look for ways to narrow down.

• Asian Journal of Business Environment
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• 제6권3호
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• pp.15-20
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• 2016

Purpose - The aim of this article is to outline the concept of work engagement and the importance of job resources including supervisor support and coworker support pertaining to work engagement. Research Design, Data, and Methodology - The article discusses the concept of work engagement and what empirical evidences suggest about its relationship with job resources including supervisor and coworker support. Result - Critical review of the literature has indicated towards strengths and pitfalls of social support resources including supervisor and coworker at work, particularly with regards to work engagement thus, requiring further empirical attention. Accordingly, the article has also indicated towards the critical significance of meaningful work for fostering employee well-being at work. Conclusions - The article has highlighted noteworthy empirical gaps in the body of knowledge concerning to job resources including supervisor support and coworker support and their relationship with work engagement. The article has also underlined the lack of research and potential of 'meaningful work' towards enhancing work engagement as well as, acting as a moderator between supervisor support, coworker support and work engagement relationship.

• 수산경영론집
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• 제47권2호
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• pp.43-59
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• 2016

This study investigated the difference of the effects of public loan programs in fishery industry on management performance from a balanced score card (BSC) perspective depending on the type of loan, scale of fund, period of support and business category, using the financial data of fisheries firms having the balance of loan at the end of 2014. The key factors influencing credit rating change were also analyzed after public loan support. From a integrative perspective, results show that the firms supported by working fund have higher management performance than the firms supported by facility fund. The firms received large scale fund showed higher management performance than the firms received small scale fund. While management performance was decreasing or slowing down over time after financial support, management performance of the firms supported by facility fund improved over time. From a non-financial perspective, the firms received facility fund invested more in education and growing perspective than the firms received working fund. As the size of fund increased, the investment in education, growing, internal process and customer increased. Personnel expenses and employee benefits for education and growing has increased over time. However, the firms with facility fund restricted the expenses of education, personnel expenses and employee benefits as time goes by. Because the effects of public loan on credit rating of fisheries corporations have no statistical significance, it has become known that the financial support of public loan program has no influence on the change of credit rating of fisheries corporations. This study attempted performance analysis from a BSC perspective which combine factors of non-financial perspective with factors of financial perspective. Findings from this study suggest the direction of microscopic performance analysis of public loan in fishery industry.

• 한국산업정보학회논문지
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• 제20권4호
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• pp.89-102
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• 2015

본 연구는 중국 백화점 판매원들이 판매과정에서 경험하게 되는 감정노동이 감정소모를 매개로 직무성과와 이직의도에 미치는 영향을 분석하는데 목적이 있다. 이를 위해 일상적 감정노동의 강도가 높은 백화점 판매사원 225명을 대상으로 설문조사를 수행하여 자료를 수집하였고, 구조방정식모형을 활용하여 수집된 자료를 분석하였다. 연구결과, 첫째, 표면행위는 감정소모에 긍정적인 영향을 미치는 것으로 나타났지만, 내면행위는 유의한 영향을 미치지 않는 것으로 나타났다. 둘째, 감정소모는 직무만족에 부정적인 영향을 미치는 반면, 이직의도에는 긍정적인 영향을 미치는 것으로 나타났다. 셋째, 지각된 조직지원은 내면행위가 감정소모에 미치는 정의 관계를 조절하는 것으로 나타났다. 이러한 검증결과를 기반으로 본 연구가 제시하는 이론적 시사점과 실무적 시사점을 논의하였다.

• 한국항해항만학회지
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• 제37권5호
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• pp.471-480
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• 2013

Pay-for-performance plans are some of widely used human resource practices in many firms, including shipbuilding, for productivity and motivational improvement purposes. Such plans play an important role in industries that are highly labor-intensive, and where effective management of human resources is critical to business operations, such as the shipbuilding industry. Those practices can have large impact on employee performance and ultimately company competitiveness. Research studies that show how such incentive plans improve productivity and reported pattern of adoption by firms have spurred the use and adoption in many firms. However, there are also researchers who point out that there are negative consequences to using incentive plans. Therefore it is important for companies to carefully consider the practices they use. In this paper, I discuss research findings that support the practices and critical viewpoints related to pay-for-performance plans. Research findings from Korean literature are, then, discussed. The shipbuilding industry is chosen because proper human resource management is critical in reducing turnover and increasing employee satisfaction. Through a shipbuilding company case, problems related to using pay-for-performance incentive plans and how they affect work-related issues of employee morale, cooperation, and teamwork will be discussed. While positive aspects have been emphasized to drive greater adoption among firms, the resulting consequences of the pay plans need to be seriously considered and improvements upon the plans made by firms. Improvement suggestions are discussed in the conclusions and implications.

• The Journal of Asian Finance, Economics and Business
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• 제8권10호
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• pp.119-128
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• 2021

In the era of industry 4.0 with the robust digital transformation, especially under the trigger of the Covid-19 pandemic, the process of transforming businesses to achieve the desired business performance depends much on the mindset transformation of each member of the organization, beginning with the thoughts of leadership and stakeholders. This study will evaluate the relationship between leadership's strategic reasoning perspectives on employee engagement or commitment and the company's reputation, thereby directly or indirectly affecting organizational performance. The study examines data from 382 companies out of 500 samples in typical industries in Vietnam using the exploratory factor analysis (EFA) and partial least squares structural equation modeling (PLS-SEM) techniques. The results show that holistic thinking is closely related to employee retention and corporate reputation, thereby increasing the business outcomes of the organization, whereas there was no evidence to support analytical thinking in this study. As a consequence, transforming the business to achieve the desired business performance is heavily reliant on changing the mindset of each member of the organization, beginning with the top leaders and influencers of the business. This will assist Vietnamese leaders in gaining a comprehensive understanding of corporate governance and controlling the relationships between organizational constructs.

• Asia pacific journal of information systems
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• 제34권1호
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• pp.321-350
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• 2024

When a competent employee leaves an organization, the technical skills and know-how possessed by that employee also disappear, which may lead to various problems, such as a decrease in organizational morale and technology leakage. To address such problems, it is important to increase employees' job satisfaction. Due to the advancement of both information and communication technology and social media, many former and current employees share information regarding companies in which they have worked or for which they currently work via job portal websites. In this study, a web crawl was used to collect reviews and job satisfaction ratings written by all and incumbent employees working in nine industries from Job Planet, a Korean job portal site. According to this analysis, regardless of the industry in question, organizational culture, welfare support, work system, growth capability and relationships had significant positive effects on job satisfaction, while time and attendance management, performance management, and organizational flexibility had significant negative effects on job satisfaction. With respect to the path difference between former and current employees, time and attendance management and organizational flexibility have greater negative effects on job satisfaction for current employees than for former employees. On the other hand, organizational culture, work system, and relationships had greater positive effects for current employees than for former employees.

• Asia Marketing Journal
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• 제25권4호
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• pp.194-206
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• 2024

The study aimed to analyze jay-customer behavior's impact on service industry employees' job stress to understand the importance of personnel management. Additionally, it aimed to identify strategies for managing job stress by examining perceived organizational support's moderating effects. The results show that the subdimensions of jay-customer behavior (i.e., verbal aggression, physical aggression, and sexual harassment) positively influenced employees' job stress. Second, job stress acts as a mediator between customer verbal and physical aggression and customer orientation, but not between customer sexual harassment and customer orientation. Third, organizational support had a moderating effect on the association between customer verbal aggression and job stress. This study demonstrates how jay-customer behavior negatively affects employees and threatens their well-being. It not only enriches the research on jay-customer behavior but also provides implications for service companies toward developing internal marketing strategies for enhancing employee happiness and fostering customer orientation.

• Journal of Nutrition and Health
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• 제38권9호
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• pp.765-776
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• 2005

The purposes of this study were to a) examine IC (intellectual capital) circumstance of CFMC (contract foodservice management company), b) identify the correlation between IC of CFMC, c) analyze the cause and effect of IC in the viewpoint of contractor, client, and customer. The questionnaires of IC measurement were handed out to 108 CfHCs, there composing of main office employees, foodservice managers, customers, and clients of 207 school, 38 hospital, and 86 business/industry foodservices. The statistical data analysis was completed using SPSS Win (ver 12.0) for descriptive analysis, correlation analysis, simple linear regression analysis. First, CFMCs had operational experience for an average of 8 years and 8 months, and served an average of 38,540 meals a day. Most of the respondent companies operated 'food supply/distribution($50\%$)', 'catering ($46.7\%$)', and restaurant business ($43.3\%$)' except for institutional foodservice and managed an average of 66 clients for the contract period of 2 years and 3 months. Second, there was positive correlation between $\ulcorner$sales of foodservice$\lrcorner$ and 'market ability', $\ulcorner$client satisfaction$\lrcorner$ and necessary intellectual capital for managing branch/chain foodservice office, and $\ulcorner$customer satisfaction$\lrcorner$ and $\ulcorner$renewal and development$\lrcorner$, 'market ability', 'infrastructure support for foodservice operation', 'employee satisfaction', respectively. Finally, the result of the cause and effect analysis on CFMCs, clients, and customers was positively influenced by 'client satisfaction' with 'customer satisfaction', 'infrastructure support for foodservice operation' and 'customer satisfaction' with 'employee satisfaction', and 'infrastructure support for foodservice operation'. In conclusion, if CFMCs were to perform a routine checkups by utilizing CFMC's IC measuring tool, improvements in CFMC operational capacities as well as foodservice quality can be noted. Additionally, CFMCS can satisfy their client-customer relationship by employing internal marketing thechniques for employee, a more efficient infrastructure support system, and construc tive infrastructure utilization. Therefore, CFMCs can show significant improvement in their sales and foodservice quali-ty though continuous maintenance of the client and customer satisfaction.